Articles Month: September 2017

The Brief

To recruit a European Supply Chain Director for a Fortune 500 manufacturing company based at one of five offices located across Europe. The desired skill set included identifying a proven functional leader with experience of delivering major supply chain transformation across a multi-site business.

The Challenge

Researching five separate regional talent pools in France, Denmark, Germany, Italy and the UK, Edbury Daley needed to identify candidates with a very specific track record of driving successful business change. In addition, Edbury Daley also needed to act as brand ambassadors for a business with a low profile in Europe and coordinate a selection process involving multiple senior managers spread across Europe and America.

The Solution

In order to generate genuine interest in the position, Edbury Daley worked closely with the Regional HR Director and European VP of Operations to develop a compelling candidate “pitch”. There then followed a detailed search of each relevant geographical area for relevant candidates.

Once a shortlist was identified, Edbury Daley used online interviewing tools to record initial interviews enabling all senior managers in the recruiting process to assess the candidates. Final stage interviews were organised for all relevant candidates in one location by Edbury Daley, enabling multiple senior managers to access the process.

The Result

An outstanding candidate was appointed in Italy and a very strong back up candidate was available in Germany had the preferred candidate not accepted the offer for any reason. Edbury Daley worked closely with the client to design a solution and process geared towards their specific business criteria and desired outcome. Using all their experience and knowledge of the market to assemble an outstanding shortlist of candidates, Edbury Daley managed the process in a manner that maximised the probability of the desired outcome.

The results of a recent survey that we’ve undertaken with our top 20 clients operating in the global technology procurement and spend management sectors, has revealed that trust and honesty are the most important factors when it comes to selecting a recruitment partner.

The survey asked respondents to rank certain factors on a scale of 1 to 10, with 10 being extremely important. Trust and honesty received a weighted average response of 9.87, while the other factors completing the top five most important included advice on specific candidates (8.80), value for money (8.80), breath of industry network (8.60) and candidate management and closing (8.20).

50% of respondents identified Competitor Staff Mapping & Analysis and Bespoke Salary Research for Benchmarking Purposes as other recruitment services they would like to see us offer.

When asked what we could do to improve our service, responses included “put more information about candidates across on LinkedIn”, “increase search and pre-selection of procurement candidates from our specific industry”and “keep understanding our priorities”.

When asked to select what difference we made to their business, 57% responded “finds candidates that others can’t”and “has wider knowledge of the procurement technology market”, while 50% answered “makes me aware of candidates coming to market”and “sells our business effectively to candidates as an employer of choice”.

100% of respondents are likely to engage with us again with 60% extremely likely while 100% are likely to recommend the company to others with 65% extremely likely.

Commenting on the results of the survey, Andrew Daley, director at Edbury Daley says: “This is fantastic feedback and we’re delighted with the results, but we know there is always work to be done on further improving our service and offerings. One of the objectives of the survey was to identify areas where we could improve and we’ll be working hard to make progress on the areas highlighted.

“We are really pleased that our clients place so much importance on trust and honesty, especially as these values are the foundations of our business. But we won’t be resting on our laurels.”

We reject the traditional high pressure recruitment agency approach that has been unpopular for so long favouring long term credibility over short term commercial gain. We are professional consultants in executive recruitment and truly make a difference to your hiring.